Effective Hiring Process

An employee’s departure could be the beginning of an employer’s long and arduous process of filling an open position. The longer a company goes shorthanded, even with just one vacancy, the more it affects the company’s ability to reach their desired goals. That is why minimizing the time it takes to fill an open seat is imperative. Here is a guideline in choosing the right candidate for the job.

Effective job description

In reality, we cannot give opportunity for all. Looking for workers that are "efficient, hardworking, and willing to undergo flexible shifts" broadens your application pool so vastly, including people whom you would not consider anyway. That is why you need to downsize the number of prospective applicants by emphasizing the job description for you vacancy. 

This includes requirements, responsibilities, and rewards. In that way, you are clearly communicating what you are looking for to potential candidates and sources of candidates. Remember to always update your job descriptions before you start the hiring process to make sure that all information is current and relevant.

Reliable source of candidates

Many companies would simply hand the responsibility of looking for potential candidates over to the Human Resources officer and expect candidates to simply walk in the door. You should research on where to find the best candidates for your vacant slot. 

For instance, you could pinpoint on certain universities that specialize on the discipline needed for the job or establish relations with a recruiter with a deep pool of potential candidates. Also, ask around for leads.

Quick evaluation process

There are two goals when hiring a new employee: to fill an open position, and fill it with the best candidates available. The difference between the two is that the latter takes more time to accomplish. What is advisable is to balance the two goals. You shouldn’t settle for a second-rate, but you shouldn’t wait for Prince Charming either. 

After you meet one round of candidates, evaluate them and try to hire one. You could repeat if needed, but remember that once you have seen them all, you have probably seen all the options. Make a decision, and fast, before other companies snatch your best candidate.

 
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